HR Business Partner

Job Summary

The Human Resources Business Partner serves as a strategic partner to assigned Corporate Functions, providing guidance and support on talent management, employee relations, organizational effectiveness, workforce planning, and employee engagement. This role collaborates with business leaders and HR Centers of Expertise to align people strategies with business objectives while ensuring consistent application of HR programs, policies, and practices.

• Business Partnership & Employee Relations – Partner with leaders and managers to provide guidance on employee relations, performance management, employee engagement, and workforce matters. Advise managers on performance concerns, corrective actions, policy interpretation, and workplace issues; support conflict resolution and facilitate effective communication.
• Talent Management & Organizational Effectiveness – Support workforce planning, succession planning, and talent review processes. Partner with leaders to identify talent needs and development opportunities, facilitate performance management, and promote employee engagement initiatives aligned with business objectives.
• HR Program Delivery & Change Management – Implement and support HR programs, initiatives, and processes; partner with HR Centers of Expertise (Compensation, Benefits, Talent Acquisition, Talent Management, HRIS) to deliver effective HR solutions; provide change‑management guidance to leaders and employees.
• Leadership & Team Development – Provide leadership, coaching, and development to assigned HR staff; establish priorities, monitor assignments, and promote accountability, customer service, and continuous improvement.
• Compliance & Risk Management – Ensure compliance with federal, state, and local employment laws. Partner with Legal and HR leadership on employment‑related matters, maintain awareness of regulatory changes, support investigations, and update HR policies.

• 3+ years of progressive HR leadership experience.
• 1+ years partnering directly with mid‑ to senior‑level leaders.
• Proven experience delivering talent, performance, succession, engagement, and change initiatives in complex organizations.
• Experience supporting multi‑location or distributed work forces is preferred.

• Knowledge of HR principles and practices, including employee relations, performance management, talent management, organizational effectiveness, and employment law compliance.
• Strong leadership presence, sound decision‑making skills, and professional judgment for navigating complex and sensitive situations.
• Excellent communication, consulting, and influencing skills with the ability to build relationships and partner with leaders at all organizational levels.
• Strong organizational skills and ability to manage multiple priorities in a fast‑paced environment.
• Collaborative, customer‑focused mindset committed to delivering high‑quality service and business‑focused HR solutions.
• Proficiency with Microsoft Office applications and HR systems;
  Workday experience preferred.

This role is a Leader of People role and will manage a team with two or more full‑time employees. Responsible for coaching, developing, and empowering HR professionals. Success requires strong capabilities in talent assessment, delegation, strategic planning, customer focus, and conflict management.

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field is required;
Master’s degree preferred.

SHRM‑CP, SHRM‑SCP, PHR, or SPHR certification preferred.

The employee will work in a typical office setting involving extensive computer use, sitting or standing. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

As an Equal Opportunity Employer, Wayne‑Sanderson does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person’s veteran status or any other characteristic protected by law or executive order. All qualified applicants will receive consideration for employment without regard to any protected characteristic.